Does Self-interested Leadership Enhance Employee Green behavior? The Effect of Environmental responsibility, Self-interest motivation, and Organizational ethical climate
Energy and Sustainable Green Development > 4. Green Energy Consumption and Sustainable Development
Draft Paper Accepted
晴晴 陈 / 中国矿业大学
芳 杨 / 中国矿业大学
慧 芦 / 中国矿业大学
Based on the hospitality, this research focuses on the logical contradictory characteristics of employee green behavior of “benefiting others but at one's own cost”, and explores whether and how self-interested leadership, a negative leadership style, hinders employees from implementing green behaviors. In order to explore it further, this article tries to build a multilevel moderated mediation model from the perspective of social information processing theory. We investigated 107 work teams and 369 subordinates and their supervisors in several hotel enterprises in China through questionnaires, and the empirical results supported our hypothesis. It shows that environmental responsibility, self-interest motivation mediated the relationship between self-interested leadership and employee green behavior. It also indicates that organizational ethical climate negatively moderated the relationship between self-interested leadership and employees' environmental responsibility (self-interest motivation), and this ethical climate also negatively moderates the indirect effect of self-interested leadership on employee green behavior through employees' environmental responsibility (self-interest motivation). These results inform the practical circles that strengthening hotel employees' sense of environmental responsibility, weakening his or her self-interest motivation, creating an ethical climate in line with hotel green norms, and restraining leader's self-interested leadership style in organization should be effective ways of enhancing employee green behavior.
Based on the hospitality, this research focuses on the logical contradictory characteristics of employee green behavior of “benefiting others but at one's own cost”, and explores whether and how self-interested leadership, a negative leadership style, hinders employees from implementing green behaviors. In order to explore it further, this article tries to build a multilevel moderated mediation model from the perspective of social information processing theory. We investigated 107 work teams and 369 subordinates and their supervisors in several hotel enterprises in China through questionnaires, and the empirical results supported our hypothesis. It shows that environmental responsibility, self-interest motivation mediated the relationship between self-interested leadership and employee green behavior. It also indicates that organizational ethical climate negatively moderated the relationship between self-interested leadership and employees' environmental responsibility (self-interest motivation), and this ethical climate also negatively moderates the indirect effect of self-interested leadership on employee green behavior through employees' environmental responsibility (self-interest motivation). These results inform the practical circles that strengthening hotel employees' sense of environmental responsibility, weakening his or her self-interest motivation, creating an ethical climate in line with hotel green norms, and restraining leader's self-interested leadership style in organization should be effective ways of enhancing employee green behavior.